A Recommended Approach To Offering A Role

Alan Dixon our consultant managing the role
Author: Alan Dixon
Posting date: 29/11/2022

What's The Best Way To Offer A Role?

The ‘war for talent’ is well documented, and undoubtedly we are working within a candidate-led market which is set to continue into 2023 and beyond.

This means that in recruitment circles – in games and in the wider world – we’re focusing more and more on the candidate experience. This includes everything from the application process, first impressions of the company, interviews and the way that job offers are made to successful candidates - which is what I want to focus on here.

Candidates are in demand, they need to feel energised about their next career move and wanted for the opportunity with your studio. Unfortunately, all too regularly the selection process is too lengthy, in some cases up to two months, so even if an offer is forthcoming, it can feel like something of an anti-climax. I get it - it’s difficult to coordinate diaries and this can get more complicated in larger organisations, but in this market the longer a company delays, the quicker the candidate will walk away.

Another thing to consider is how the offer is delivered. It’s disheartening for a candidate to receive a simple formal email, sent from someone who hasn’t been involved in the process. Candidates tell us that this feels really impersonal and corporate. So, how to approach offering a candidate a role? 

Based on our years of working in games recruitment, and the feedback we receive, here are some suggestions…

  • Firstly, a verbal offer should be extended on the phone, ideally by someone involved in the process. This should really be the hiring manager rather than somebody from the HR team. 
  • Congratulate. This is a big moment for the candidate and the result of their hard work
  • Give some feedback – We felt your experience with XYZ was really relevant to this project”
  • Go through the offer: Title, Salary, Benefits (confirm that you will email this detail after the call)
  • Crucially, ask them how they feel but don’t ask for a decision.
  • Ask if they have any questions.
  • Explain what, if they accept, the next steps would be, i.e. HR onboarding/equipment sent out/an induction etc.
  • Collaborate to decide when they will come back with a decision
  • Congratulate again and email the offer letter

Following this process will ensure a feeling of completeness and closure to the process. In a world where we have hybrid or fully remote working conditions, these human touchpoints add a sense of belonging and can make all the difference.

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